I began writing for Forbes in 2010. It was just as the economy was starting to perk up and a fascinating time to cover the stock market, which I did for three months until I switched beats in September 2010. Now I contribute to the Leadership channel, with a focus on jobs and careers–-another hot topic in a time when people are vigorously hunting for jobs or desperately trying to hold on to the ones they have. I have a BA from the University of Arizona and a master's degree in journalism from Hofstra University. Follow me on Twitter @JacquelynVSmith, subscribe to me on Google+, or email me at jsmith [at] forbes [dot] com.

How Negative Feedback Can Help Your Career

Tahmincioglu says the key is distancing your emotional self and “taking the remarks as you would, say, a doctor’s advice that you eat less salt, or exercise more. Or even think of it as a voice in an annoying video game,” she says. “You don’t like it when it’s telling you that you’re screwing up but you listen to the voice and try to get further in the game.”

Next, accept the negative feedback with openness and gratitude, Nicolai adds. “Even if you do not agree, you must keep in mind that feedback is intended to relay information. What you choose to do with it is your decision after the meeting. In the moment, it is advisable to say, ‘thank you’ and ‘I appreciate you taking the time to bring this to my attention.’”

Finally, you’ll want to turn this negative feedback into a positive learning opportunity.

Kjerulf says these steps only apply to constructive, well-meant criticism. “Unfair and overly negative feedback is also used as a tool by bad managers and workplace bullies to demean and control others,” he says. “Do not put up with this kind of attack. If you do, it will persist.”

1. Own it and hone it. Accept the feedback and make any necessary changes. “Make a list of the action items that were delivered by the boss,” Nicolai says. “Jot down in a column the solution for each negative piece of feedback. This is your planning guide. Plan your work and work your plan.” Throughout the process you should be able to sharpen your skills, gain more knowledge, and become an overall better employee.

2. Assume good intentions. Don’t automatically jump to the conclusion that the person criticizing you is “out to get you,” Kjerulf says. “Also remember that they’re criticizing your work, not you as a person. Never take negative feedback about your work as a criticism of you as a person.” Once you’re able to do this, it should be much easier to make positive changes.

3. Use negative feedback as a chance to clarify expectations and goals around your position. “Be proactive about understanding your role,” Thorman says. Maybe you didn’t completely understand what was expected of you before. Now you do, and can make improvements accordingly.

4. Treat negative feedback as an opportunity to bond with your manager, Thorman says. “Their job is to help you develop, while yours is to bring results. This is a prime opportunity to deepen your relationship.” Schedule regular meetings to discuss your progress and goals; and try to get to know your boss and understand what he or she values most in an employee.

5. Use this as an opportunity to find a mentor or strengthen your relationships with co-workers. If you’re in a situation where you need help or support—this is a great time to build those relationships.

6. Think of this as a time for self-reflection. Maybe your boss only mentioned one negative thing—but chances are, you’re not otherwise perfect. Use this opportunity to think about all the ways in which you can improve your behavior and attitude.

7. This is your chance to show that you’re open to change and capable of growth. Negative feedback is a great opportunity to show your employer that you’re mature, cooperative, and able to make necessary changes. Ask questions, but try not to question your manager’s judgment; and show how willing you are to fix any problems.

8. Remember that all constructive feedback (even negative feedback) is a sign of interest and a sign that people want to help you do better, Kjerulf says. “It would be far worse for people to notice you doing bad work, and not say a word.” If you’re successful in accepting the feedback and recognizing what it’s worth, you’ll be a much better employee.

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Thanks for the reminder to turn negative feedback into something positive. I have a tendency to accept negative feedback, but spend a long time afterwards beating myself up further and never get to enjoy the improvements I make as a result. Maybe actively separating my self from my work, as suggested here, will help.

Thank you, Ms. Smith. As quarterly and annual reviews come at this time of year, this is a great reminder that a serious and honest performance evaluation will include the good, the bad and the ugly. It is important that we remember how to listen and respond professionally when we receive this valuable information. Part II of this article might be a reminder that managers must also /deliver/ the message professionally and with sincerity. We don’t need to sugar-coat, or worse ignore, the negative feedback, but we cannot take performance reviews as an opportunity to berate anyone personally. Deliver a well thought out message and you will usually get a very positive response!

And if you ask your employer “how can I improve and correct this situation?”, you will most likely blow them away, and reflect a positive strong character that will stick in their mind. Even when being let go this is the only way to go. A mature, positive response creates some unexpected happenings when moving up to a new job or simply getting a new one.

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Well, that is another rather innocuously written article. The thing is: The really difficult part is omitted or dealt with by 2 words “bad management”.

“Bad management” is the norm, not the exception. How do you cope with negative criticism hurled at you just for the purpose of hurting you, your career options and simply deflecting from whatever your manager is doing? All the mechanisms laid out in the article are self-explanatory. Next time please shed some light on how to counteract destructive criticism in various organizational settings. That would help.